Avoid Wrongful Recruitment 

Place all the cards on the table 

When job seekers submit CV's to an employer, there are a lot of "nice" words about how excellent the job applicant is where the emphasis is on the strengths of the personality of the job applicant. All CV schools, which as my professional role as CEO of Löwe Rekrytering AB, had to keep me up to date emphasizing that you should use "selling" words to catch the attention of an employer. My personal opinion is that it is all starting to go into heavy exaggeration.

The interaction between the employer and the job seeker is important, but also the essential aspect of the leadership of the employer throughout the recruitment process.

The duty of an employer, when a job is advertised, is to describe in as much detail as possible all the tasks that a job requires. The focus on job advertisements seems to lie on the part of employers only to emphasize the positive work tasks in a advertised service and not so much is described about the "less fun" work tasks. advertised service must be added.

If an employer places a great deal of emphasis on the positive aspects of a advertised job and a job seeker adjusts the written argumentation in the CV on the positive aspects of the personality to cope with the positive aspects of an advertised service, then it is prone to disaster. It is understandable that an employer wants as many job seekers as possible for the advertised service, but that attitude leads to costly redundancies in the event of a wrong recruitment

My personal opinion as a business leader is that job seekers have a mandatory obligation to describe all the strengths and weaknesses of the personality traits of a advertised service. An employer has two obligations, the first being to accept all personality traits in the job seeker and to make a weighing to see which candidate can handle all the tasks that the advertised job contains. 

The second obligation that an employer has, after a candidate has been well selected and hired for an advertised job, is to be a leader in order to develop the chosen applicant. Everyone can be a manager and point with the whole hand but being a natural leader requires true selflessness, a sincere willingness to develop the employees but also that the leader does not strive for prestige. The leadership must consist of the person who has been hired to be well informed and encouraged to take responsibility and take the initiative. It is only during these terms that an employee can shine. .

If an employee now grows and starts to develop leadership skills, it is an employer's compulsory responsibility to take advantage of this development and offer the employee another service within the company. This is within the framework of a prestigious leadership, namely not to let the ego of a "manager" destroy the employee's personal development.

What an employer should look at in a resume is whether a job applicant has written about situations in previous jobs when asking for help when getting stuck. The ability to ask for help when you are stuck is not a weakness but rather a strength and shows the humility of a job seeker. Not everyone knows everything and you have to have a good self-knowledge to realize that a complex task will not be completed if help is not sought from the nearest manager.

To summarize:

Both employers and employees must place the cards on the table during the recruitment process to avoid accusations that one or other partner has been misled. An employer gets a job seeker based on the job details described in the job posting. An employer must be an unselfish leader to develop the worker to reach the full potential

Rosalie Ponce de Leon

CEO Löwe Rekrytering AB